Transcript Alcohol and Drug Free Workplace

Alcohol and Drug Free
Workplace
Duties, Responsibilities, and Rights
of Employees
Policy Statement
Roanoke City Public Schools will not tolerate
the possession or use of alcohol or illegal
drugs by its employees in any job related
context and is committed to the eradication
of such substances from the workplace.
The handling of illegal drugs by its
employees, in any situation, whether in or
out of the workplace, will not be tolerated.
Policy Applies To….
• All Roanoke City Public
School Employees
Prohibitions
• Unauthorized use of Rx drugs.
• Abuse of legal Rx or non Rx drugs that
impair ability to perform job.
• Refusal to submit to testing.
• Having an odor of alcohol during the work
day, in a school board vehicle, in any
vehicle when on school board business.
Just Don’t
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Use
Consumption
Sale
Distribution
Possession
Of alcohol or any controlled substance on school
board property is prohibited, when engaged in
school board business or at any time you are
participating in any activity involving students.
Exceptions
• Prescription Drugs, taken according to Rx
guidelines.
• Alcohol at conferences, after hours of
conference. Cannot interfere with ability to
attend conference.
Criminal Charges/Convictions
• All Employees
If charged or convicted of a drug-related
felony or criminal offense, the employee
must notify immediate supervisor.
Employee Assistance
• Early recognition and treatment of alcohol
and drug abuse is essential to successful
rehabilitation.
• The Occupational Health Nurse or the
Executive for Human Resources will
provide referral to an employee assistance
professional to assist the employee with
alcohol or drug abuse problems.
Removal From Duty
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Refusal to be tested.
Confirmation of positive test.
Involvement in accident requiring testing.
Establishment of Reasonable Suspicion.
Indication through behavior, speech, or
performance of alcohol or drug misuse.
• Investigation of alleged violation.
Reasonable Suspicion
• Employee directed to submit to testing.
• Employee told reason for testing.
• Employee told refusal to test is refusal to
obey direct order and grounds for dismissal.
Protocol Continued
The employee will be tested for
drugs and alcohol
Consequences:
EAP Referral
Mandatory Leave with Fit for
Duty
Termination
Questions?